Employee Motivation and Incentives Coursework Example | Topics and Well Written Essays - 1000 words - 1

Employee Motivation and Incentives - Course contribute ExampleA nonher factor that can subdue commitment is that the goals of the organization ar handed down to the employees rather than having the employees participate in the development of these goals. Employee employment in the development of goals will create more(prenominal) commitment towards achieving these goals, which in turn can fix turnover, willingness to aid co-workers and team performance in terms of quality, quantity, cost and time. Studies have shown that employee commitment may transubstantiate into a willingness to help team members and improve team performance (Bishop, and Scott 1997). On the other hand confused levels of commitment to both the organization and the team have been linked to absenteeism, turnover and intention to quit. 2. Why autochthonous beliefs are unequal Moods are long lasting feelings and are not necessarily tied to a particular cause. A someone may be in a positive cheerful mood or a negative mood and feeling down. Therefore all native moods are not equal. Employees with positive mood tend to do better in the workplace because they cognitively process more efficiently and more appropriately. They are more open to taking in information and handle it professionally and objectively. Positive moods are linked to high performance and stronger commitment to the organization. On the other hand, a person with a negative mood performs poorly in the workplace which is linked to poor productivity, absenteeism and turnover. Researchers have make that the mood an employee brings to work has a stronger effect on the persons overall mood though the day and on work performance when compared to mood changes caused by events in the workplace (University of Pennsylvania 2006 1). consort to Nancy Rothbard, Wharton management professor, a businesss performance might be enhanced by efforts to help employees cope with mood-affecting influences in their private lives. This includes advising employees on how to best handle commuting hassles or offering focal point for family problems (University of Pennsylvania 2006 1). 3. Importance of participation and its effect on work forte Employee participation is defined as any workplace process which allows employees to exert some influence over their work and the conditions under which they work (Heller et al. 1998). One of the key factors that ensure employee participation is effective communication between the management and employees. Employee participation or employee empowerment as is the popular buzz word, improves work effectiveness. Employees have the ability, knowledge and expertise to assume great responsibility in the workplace and can therefore make significant contributions to their organizations. Studies have confirmed that when organizations accost into this resource and involve their employees in decision making, the overall productivity of the organization increases. Employee participation also f ulfills umteen of their psychological needs and serves as a motivating vehicle resulting in greater productivity and effectiveness for the organization. Participative management therefore stimulates employee enthusiasm and willingness to carry out decisions in which they have been involved. High performance organizations are now encouraging employee participation in decision-making because they realize that employees have a legitimate right to be involved in decisions